Management

The process of planning managerial activities to the future, organizing task and authority relationships, motivating employees, staffing management human resources and controlling all the activities according to the actual results consistent with panned resources, to develop a good performance into Sabana Consulting.

PLANNING

Planning is a management process, in wich you have to define goals for company's future direction and resources to achieve those targets.

We have defined our business objectives as the results we are aimed at achieving and maintaining as entrepreneurs. We need to be concerned with every aspect of our business and need to have clear goals and the best pathway to walk. Having a comprehensive list of business objectives define the guidelines for our business planning

Forecasting

To forecast our sales we need to start with figuring out how many potential customers we expect are going to admit and consider our offering.

Based on our estimates of how many organizations we can prospect and contact, we can make some assumptions about our conversion rate. (Conversion rate is the percentage of prospects that actually accept our recruiting and hiring proposals)

A basic sales forecast: [number of proposals] x [conversion rate] x [average pesos for each sale] = Total Sales.
By the first quarter of operation we are considering these figures:

Number of Proposals (Prospects): 20

Conversion rate: 40%

Average $ / Sale: $1.500.000 x 12 x 12% = $2.160.000

First quarter sales: 20 x 40% x $2.160.000 = $17.280.000

We are expected to recover our investment before the second month. (payout period)

Objectives:

To be strategically positioned in the 4 major cities of Colombia by the end of 2020
To become members of the Association of Executive Search and Leadership Consultants by the fifth year of operation.
Become the voice of excellence for executive search and leadership consulting in Colombia
Exceed the competition activities based on our rigorous selection criteria and client-validated processes.
Deliver the most valued experience in the Colombian market backed by our expertise in the industry or functional specialization desired by the client.
Work to minimize the costs of our selection Process and significantly optimize the investments of our client’s success through standardized models and customized coaching and leadership development.
Defining the expected profitability making sure that revenue has to be above our costs of doing our business. In other words we need to be focused on controlling administrative and operative costs while maintaining the highest profit margin on our basic business promise as a head hunter organization.

Strategies

Identify clients in both the public and private sectors with interest in sourcing professionals in the following verticals:

Finance Professionals
Marketing & Commercial
Retail
Hospitality
QA. Quality
Insurance Services
Information and Technology
Accounting
Management and Planning
Operations and Engineering

Build and maintain a comprehensive data base including the best profiles when looking for candidates for new positions as well as talented candidates to replace an executive at any level of our prospected customers.Design the most attractive and effective social networking campaign
Deeply investigating the market and identifying companies with interesting potential candidates suited to the position of the interest of our potential customers
Identify within those companies, candidates and positions with high potential and establish outreach strategy.
Identify and implement the newest and best interviewing processes, assessing models, tests, and searching resources.
Investigate, acquire and use the latest technology and updated human resources concepts, used under a global environment
Based on the gold standard processes, attract and select the best candidates available.
Develop and offer the best coaching customer selection process and reference checking.
Have a clear concept of added value for negotiating and closing customers and potential candidates
controlling the process of resignation and admission of the candidates to the client company .
Establish the highest standards of quality assurance to offer the warranty agreed with our clients.

Policies

Define and Administer policies relating to all phases of our human resources activity
H.R. Strategy & Policy Development: Developing, facilitating and implementing integrated H.R. Strategies, targeted at developing a professional culture and management of our business.
Compensation & Benefits: Develop and recommend Pay Policy Proposals covering pay structures, levels of compensation and benefits packages, for the approval of our client organizations.
Training & Employee Development: Design and Implement Training and Development Policies including the identification of appropriate and customer tailored training programs and resources oriented to prepare our employees as well as those of our customers.
Employee Relations: Implement policies and programs that advise and assist in the resolution of both individual and general employee problems, based on the development of constructive working relationships with Line Management and Operative Personnel at all levels.
Resourcing: Define and ensure the compliance with all the policies and aspects of resourcing and the adequate use of Occupational Testing, Personality Questionnaire, and Assessment Centers.
Communication: Establish within the consultation process, the adequate policies to ensure the delivery of the opportune and clear communication relating to the resourcing exercise, selection criteria, candidates feedback, networking with local employers and related industry.
Organisation Development & Change Management: Assess and recommend the policies for the development and implementation of optimal organization structures as an integral part of Human Resources and Change Management Initiatives.

Business Goals

Provide our clients with a crystal clear picture of our research, screening, interviewing, and selecting process both for permanent and temporary placement
Improve Employment Brand to be a reference and a standard of Speed and Accuracy as the primary reason for any organization to hire us and become the first option headhunter in Bogotá by year 2020
Have a success closing rate of 70%, when presenting our consultant offers by the end of the first year.
Hire candidates that will become long-term employees with stays of 3+ years and then become promotable employees
have the ability to attract top performing candidates that any company cannot attract through its own efforts and being recognized because of our Honesty, Integrity and Accountability
We expect to attain an 12% average fee of the annual gross salary of any hired employee (We have referenced the market in Colombia and found an accepted range between 25%, down to 10% , being the more common a 15% fee)
Attain a number of 500 applicants at the end of the first operating quarter and increase the number of Applicants by 10% every month during the first operating year
Attain a number of 20 Active Clients at the end of the first operating quarter and increase the number of clients by 3 every month during the first operating year
Attain 8 executive hires by the end of first operating quarter and increase the number of Hires by 3 every month from the second quarter on.
Increase proposals rate to attain a number of 10 new proposals/month
Increase Revenue per Placement by the end of first operating year, to attain an average fee of 15%
Secure 30 qualified applicant/week via LinkedIn, referrals and other social networking activities.

ORGANIZING

Organizing is a management function that makes the roles in the company clear and their responsibilities. This function is also in charge of defining the commands of authority so that each area and individual knows to whom they have to report and follow orders.

The following organizational structure show the different levels of the hierarchical organization in the company with the respective operations performed by each one:

As we can see the structure present only three hierarchical levels which represent a low power distance in our organization. With a low power distance we can promote the good communication between areas and the collaboration of the whole organization as a good working team.

Job description:

Board of Directors: The board of directors is conformed by Juan Felipe Aristizabal, Daniela Bautista, Santiago Alvarez, Daniela Fernandez and Carolina Casas. They are in charge of finance/accounting which is very important because they provide quantitative information of the company and the organization´s performance, using the financial ratios and statistics.

Manager: The manager is in charge of all the management responsibilities such as planning, organizing, motivating, staffing and controlling, being a very important job and crucial for company´s success. He is the one in charge of Human Resources being responsible for selecting profiles, recruiting and taking into account the focus of the company, the culture and purposes we have and also must provide learning programs to develop skills of our employees. He is also in charge of taking the important decisions inside the company, establishing the relationships with the costumers (in this case the companies) and supervising the analysts of the company. He has to report only to the board of directors and his salary is of 1.700.000 COP.

Analyst: They are responsible of the actual service that the company provides, making the process of performing the capacity, quality and workforce. They are in charge of receiving the job candidates, study their profile, analyze their skills and capacities, and decide the possible jobs they can fit in. They have to report their activities to the manager and have a salary of 1.000.000 COP.

Job profile:

Manager: It has to be a person with professional studies and some job experience. It also has to be a good leader and a person with good business and communication skills because he is going to interact with the costumers.

Analyst: They need to have professional studies and its not so important that they have job experience. They need to have good people skills because they are going to interact with the job candidates.

MOTIVATING

The process of influencing employees to accomplish specific objectives and goals at the company, through leadership, group dynamics, communication and organizational change, to improve the culture and human behavior at organization.

For sabana consulting is very important to promote organizational culture and motivate workers, to develop a good performance into the company, through knowledge of the business, cognitive ability, self confidence, honesty, integrity and drive.

Our company is a clearly example of how an organization has to establish rapport with subordinates, empathize with their need and concerns, set a good example and are trustworthy and fair.

1. Leadership:

Each two months there will be a meeting with different type of training to employees
Each three months, there will be a employee of the trimester and he or she will receive bonus for breakfast or lunch free.
At the end of the month, every friday, there will be a meeting with lunch with all employees to celebrate the birthdays in the month.

2. Group dynamics:

Different tournaments of ping pong and tennis will be develop on weekends with others companies to motivate the recreation and entertainment in the organization.
Celebrate the day of love and friendship, halloween and thanksgiving

3. Communication:

For Sabana consulting is to important the people in the organization, because of that there will be a goals to motivate employees to achieve it, and bonus to people to achieve it.
Birthday free day.
Flexi fridays with flexi schedule.

STAFFING

The staffing is a management function which refers to the personal management and include different activities as recruiting, interviewing, selecting, orienting, training, and more, this activities give to the company more value.

Sabana Consulting at the begining will do this processes in an informal way but taking into account all the requirement established. As the company gets bigger and strengthened in the market, this processes going to be developed more strict, in order to have the right human resources to the enterprise and be more competitive.

Recruiting:

The recruiting will be realized by publishing the vacancies in job agencies or internet portals, also by universities and institutes we will look for human talent. The company will recieve the CV's of people with more 18 years old, graduate at least from school, or higher education depending on the job title. After this the company will notify the possible candidates and appointed them to an interview.

Interviewing:

The preselected people will be interviewed by the manager for around 20 or 30 minutes, in order to be sure that the candidate meets the requirement of the job and the company as a personal and professional profile.

Testing:

After the interview the people that are more qualified according to the manager, they will be evaluated with tests about aptitudes, intelligence and abilities with the purpose to see if they meets the needs and expectations of the company to the job position to which they aspire. It is also required medical examinations.

Selecting:

Taking into account the previous activities, the manager does a feedback of all of the candidates and select the person most qualified to the job in the company, so at this moment the new worker sign up the contract and officially is welcome to Sabana Consulting.

Orienting:

At this step we pretend to make an satisfactory and comfortable induction to the new workers, letting them know the mission, vision, values, objectives of the company, the hierarchical organization, how work the company, and what we expect of their work. Sabana Consulting also realize an integration with all the employes, so they can know each other and the start for the worker would be more adequate.

Training:

Every 4 months the company will train the workers, in aspects of training about new tecnology implemented for faster processes, techniques of customer service or the learn of different languages, in order to improve the capacities of our employes so this will be reflected in better results of Sabana Consulting.

Rewarding:
This aspect to the company is very important because we want to be constantly motivating our employes. Sabana Consulting is going to give the incentives as commissions, gift cards, bonus for good performance and results.

CONTROLLING

Refers to all managerial activities directed toward ensuring that actual results are consistent with planned results.

This function of management is one of the most importants becouse eill provide Sabanas consulting a effective strategy evaluation.

Quality control:

It is how well the work is performed and how accurate or how effective is the company working. Quality refers to accuracy, appearance, usefulness, and effectiveness. At the end of each month the quality of the service that we are providing will be evaluate by a survey made to all the companies that hired personal with us, they will give a feed back with information.

Survey:

Wich aspects Sabana consulting need to improve?
How is the person working?
Do you think the person need more expirience?
Would you work with Sabanas consulting again?

Financial control:

Analyzes, synthesizes and communicates financial information and data in complex account structures. Each month the manager will make a control in the financial area cheking the balance and how the incomes are and will provide the information necessary to take decisions and make a plan for reducing costs. The parameters needed for this monthly control are:

Uses the most recent data

all the incomes that sabanas consulting receive

Conclusions and recommendations are justified by the data

Inventory control:

Sabanas consulting need to have a inventory control in the curriculums. Every friday one person is responsable of make a report with the information of how many of each carrer we have, wich are the most requested jobs, and how many we need. These report will be given to the manager and the person in charge of recluting and evaluating the personal.

Uses the most recent data

- How many people does sabanas consulting count with in the administrative area?

- How many people does sabanas consulting count with in the engineering area?

- How many people does sabanas consulting count with in the cleanliness area?

Rewards:

Bonuses and prizes are given to an employee by taking into account the results of internal evaluation. Also, subjective rewards provide the necessary flexibility to acknowledge the contribution and effort expended in creative search behavior, testing new ideas and sharing information in the organization. This will give the company the opportunity to get strong and recognized. these process will be made each quarter of the year.

Management

PLANNING

Forecasting

Objectives:

To be strategically positioned in the 4 major cities of Colombia by the end of 2020

To become members of the Association of Executive Search and Leadership Consultants by the fifth year of operation.

Become the voice of excellence for executive search and leadership consulting in Colombia

Exceed the competition activities based on our rigorous selection criteria and client-validated processes.

Deliver the most valued experience in the Colombian market backed by our expertise in the industry or functional specialization desired by the client.

Work to minimize the costs of our selection Process and significantly optimize the investments of our client’s success through standardized models and customized coaching and leadership development.

Strategies

Finance Professionals

Marketing & Commercial

Retail

Hospitality

QA. Quality

Insurance Services

Information and Technology

Accounting

Management and Planning

Operations and Engineering

Build and maintain a comprehensive data base including the best profiles when looking for candidates for new positions as well as talented candidates to replace an executive at any level of our prospected customers.​Design the most attractive and effective social networking campaign

Deeply investigating the market and identifying companies with interesting potential candidates suited to the position of the interest of our potential customers

Identify within those companies, candidates and positions with high potential and establish outreach strategy.

Identify and implement the newest and best interviewing processes, assessing models, tests, and searching resources.

Investigate, acquire and use the latest technology and updated human resources concepts, used under a global environment

Based on the gold standard processes, attract and select the best candidates available.

Develop and offer the best coaching customer selection process and reference checking.

Have a clear concept of added value for negotiating and closing customers and potential candidates

controlling the process of resignation and admission of the candidates to the client company .

Establish the highest standards of quality assurance to offer the warranty agreed with our clients.

Policies

Define and Administer policies relating to all phases of our human resources activity

H.R. Strategy & Policy Development: Developing, facilitating and implementing integrated H.R. Strategies, targeted at developing a professional culture and management of our business.

Compensation & Benefits: Develop and recommend Pay Policy Proposals covering pay structures, levels of compensation and benefits packages, for the approval of our client organizations.

Training & Employee Development: Design and Implement Training and Development Policies including the identification of appropriate and customer tailored training programs and resources oriented to prepare our employees as well as those of our customers.

Employee Relations: Implement policies and programs that advise and assist in the resolution of both individual and general employee problems, based on the development of constructive working relationships with Line Management and Operative Personnel at all levels.

Resourcing: Define and ensure the compliance with all the policies and aspects of resourcing and the adequate use of Occupational Testing, Personality Questionnaire, and Assessment Centers.

Communication: Establish within the consultation process, the adequate policies to ensure the delivery of the opportune and clear communication relating to the resourcing exercise, selection criteria, candidates feedback, networking with local employers and related industry.

Organisation Development & Change Management: Assess and recommend the policies for the development and implementation of optimal organization structures as an integral part of Human Resources and Change Management Initiatives.

Business Goals

Provide our clients with a crystal clear picture of our research, screening, interviewing, and selecting process both for permanent and temporary placement

Improve Employment Brand to be a reference and a standard of Speed and Accuracy as the primary reason for any organization to hire us and become the first option headhunter in Bogotá by year 2020

Have a success closing rate of 70%, when presenting our consultant offers by the end of the first year.

Hire candidates that will become long-term employees with stays of 3+ years and then become promotable employees

have the ability to attract top performing candidates that any company cannot attract through its own efforts and being recognized because of our Honesty, Integrity and Accountability

We expect to attain an 12% average fee of the annual gross salary of any hired employee (We have referenced the market in Colombia and found an accepted range between 25%, down to 10% , being the more common a 15% fee)

Attain a number of 500 applicants at the end of the first operating quarter and increase the number of Applicants by 10% every month during the first operating year

Attain a number of 20 Active Clients at the end of the first operating quarter and increase the number of clients by 3 every month during the first operating year

Attain 8 executive hires by the end of first operating quarter and increase the number of Hires by 3 every month from the second quarter on.

Increase proposals rate to attain a number of 10 new proposals/month

Increase Revenue per Placement by the end of first operating year, to attain an average fee of 15%

Secure 30 qualified applicant/week via LinkedIn, referrals and other social networking activities.

ORGANIZING

MOTIVATING

The process of influencing employees to accomplish specific objectives and goals at the company, through leadership, group dynamics, communication and organizational change, to improve the culture and human behavior at organization.

1. Leadership:

Each two months there will be a meeting with different type of training to employees

Each three months, there will be a employee of the trimester and he or she will receive bonus for breakfast or lunch free.

At the end of the month, every friday, there will be a meeting with lunch with all employees to celebrate the birthdays in the month.

2. Group dynamics:

Different tournaments of ping pong and tennis will be develop on weekends with others companies to motivate the recreation and entertainment in the organization.

Celebrate the day of love and friendship, halloween and thanksgiving

3. Communication:

For Sabana consulting is to important the people in the organization, because of that there will be a goals to motivate employees to achieve it, and bonus to people to achieve it.

Birthday free day.

Flexi fridays with flexi schedule.

STAFFING

The staffing is a management function which refers to the personal management and include different activities as recruiting, interviewing, selecting, orienting, training, and more, this activities give to the company more value.

CONTROLLING

Refers to all managerial activities directed toward ensuring that actual results are consistent with planned results.

This function of management is one of the most importants becouse eill provide Sabanas consulting a effective strategy evaluation.

Quality control:

Survey:

Wich aspects Sabana consulting need to improve?

How is the person working?

Do you think the person need more expirience?

Would you work with Sabanas consulting again?

Financial control:

Uses the most recent data

Build and maintain a comprehensive data base including the best profiles when looking for candidates for new positions as well as talented candidates to replace an executive at any level of our prospected customers.Design the most attractive and effective social networking campaign